A diverse workplace has been a theoretical utopia for a long time. However, as our workplaces slowly shrink into the palm of our hands and simultaneously branch out to recruit top talents from all over the globe, diversity becomes an important aspect of employee satisfaction and employer branding.
With 60% of the workforce attesting to the role of diversity in propelling their team ahead of their competitors, Diversity and inclusion in the workplace have become pivotal factors in Gen-s picking their workplace.
What is Diversity in the Workplace?
Diversity in the workplace refers to unbiased employment and benefit schemes within an organisation. A diverse workspace is one where employees of all cast, creed, abilities, gender, nationality, socioeconomic status, sexual orientations and other aspects feel valued for the work they bring to the table.
A diverse workplace is easier to create in theory than implement in practice. Different involuntary biases take the stage during unbiased hiring methods and promoting inclusivity among employees. Therefore, organisations today are focusing on effective strategising to build a truly diverse workplace, keeping in mind the limitations and hurdles of the status quo as compared to the utopian ideology.
Different Types of Diversity in the Workplace
Diversity isn’t one-dimensional. When you actively engage in inclusive recruitment practices, you realise how intricate the concept of diversity is. Here are certain types of diversity that often interfere with each other’s domains:
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Internal diversity
This comprises characteristics that are inherent to a person such as their race, abilities, ethnicity, linguistic fluencies, gender, and sexual orientation. These are characteristics that haven’t been influenced by any external factors.
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External diversity
Aspects that are beyond internal characteristics are classified as external diversities. These include socioeconomic factors, religious affiliations, marital status, and so on. These are factors that can change over time, hence they’re external factors.
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Organisational diversity
This refers to the diversity within the company, i.e. the organisational hierarchies, the job positions, the seniority levels, and so on. Being a company that promotes organisational diversity means that all employees, of all salary and seniority levels, are treated equally and respectfully.
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Worldview diversity
This kind of diversity encompasses the differences in opinions, practices, and beliefs people have inculcated from their experiences in the world. The inclusion of this diversity aspect makes sure that multiple viewpoints are available at the table during crucial decision-making processes.
To understand more about different types of diversity and learn about the many classifications of this intricate concept, enrol in Imarticus Learning’s HR analytics course in collaboration with IIT Roorkee to learn from industry experts.
Steps to Incorporate Diversity in the Workplace
Strategic hiring practices are essential to promote diversity in the workplace. The workplace culture must be refined and revamped to fit modern diversity strategies. Read this strategic human resource planning blog to learn more about such effective strategies and their effects on the hyper-digitised workplace in the post-pandemic era.
Now, moving on to some ways that you can use to effortlessly weave in diversity schemes within your workplace:
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Blind hiring
Blind hiring is a recruitment practice where identifiable information like name, gender, ethnicity, and age is concealed from the hiring process. Now, this significantly reduces, and even negates unconscious bias allowing for a bird-eye focus on skill set, merit, and experience.
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Training and awareness programs
Implementing regular training and awareness programs is crucial for building an inclusive work environment. These programs should mainly aim at educating employees about unconscious bias, cultural competency, mutually respectful interactions, and so on.
Training sessions can range from workshops to seminars that draw both short and long-term goals to teach employees the art of interaction and resourceful communication with their co-workers from different backgrounds or with different experiences.
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Feedback channels
Creating open and accessible organisational feedback channels encourages communication between employees and the authorities. This not only allows employees to express concerns, share suggestions, and provide input on workplace diversity initiatives but also builds on the employer branding initiatives as a whole.
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Mentorship programs
These programs aim to pair less experienced employees with more seasoned professionals within the organisation. On the one hand, it provides guidance and support to the newbies regarding the company culture, it also helps the senior management connect and learn newer methods from the new hires.
A diverse mentorship program promotes the inclusion of individuals from underrepresented groups by giving them access to resources and leadership opportunities.
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Creating Employee Resource Groups (ERGs)
ERGs are voluntary groups led by employees that promote diversity and foster a sense of belonging. ERGs can be formed around shared characteristics such as gender, race, or cultural background.
These groups provide a platform for employees to connect, share experiences, and support each other. ERGs play a key role in raising awareness about diversity issues and can serve as a resource for management to gain insights into the concerns of various employee communities.
Wrapping Up
Incorporating diversity in the workplace is more than just a social responsibility, it has now transformed into a metric for success. Organisations embracing diverse perspectives are reported to create teams that reflect the resilience of multiple viewpoints and the seamless integration of varied opinions.
To learn more about inclusive hiring practices and DEI techniques, head over to Imarticus’ Human Resource Management and Analytics Program, in collaboration with IIT Roorkee and kickstart a career in HRM today.
Frequently Asked Questions
How do we define diversity in the workplace?
Diversity in the workplace refers to the presence of people from different backgrounds, cultures, and identities within an organisation.
What are the benefits of diversity in the workplace?
Benefits of diversity in the workplace include increased creativity, improved problem-solving, better decision-making, and enhanced cultural understanding.
What is the impact of diversity in the workplace?
The impact of diversity in the workplace can be positive or negative, depending on how it is managed. Positive impacts include increased innovation, improved employee satisfaction, and enhanced reputation. Negative impacts can be increased conflict and decreased productivity if not handled effectively.
What is diversity and inclusion in the workplace?
Diversity and inclusion in the workplace are interrelated concepts. Diversity refers to the presence of differences, while inclusion refers to creating a workplace where everybody will feel valued and respected.
